This is an interesting concept but I can’t see it happening - mainly for the fact of how much impact pro rata has on salary. The pay cut you take even moving from a 5 to a 4 day week is not going to be workable for many individuals - even if they have a passion project they’re hoping to pursue on the side. Don’t forget that a group has already tried this - parents (predominantly Mums)
This might be an option for seasoned folks and folks with a little bit more financial flexibility or those who have to do so for health or other reasons. But agree with you on the challenges
The concept of a fractionalized employee is interesting & practical for some job functions more than others. For example, for a software product team with an aggressive roadmap, it would be very challenging to have senior software engineers or product leaders not available all the time. In fact, in many projects, I have witnessed key contributors working at 150% capacity at prolonged times, which obviously is not sustainable and leads to burnouts.
This sounds like the kind of prediction which is interesting in theory but which is unlikely to be widely implemented in practice. It may well be true that at the margin there are more fractionalized employees in the future than there are now, but I don't think it's going to be as widespread as you speculate. Most companies are just too inflexible for this to work, and institutional inertia is a powerful force, *even if* much of what you suggest happens at the margins.
This is an interesting concept but I can’t see it happening - mainly for the fact of how much impact pro rata has on salary. The pay cut you take even moving from a 5 to a 4 day week is not going to be workable for many individuals - even if they have a passion project they’re hoping to pursue on the side. Don’t forget that a group has already tried this - parents (predominantly Mums)
This might be an option for seasoned folks and folks with a little bit more financial flexibility or those who have to do so for health or other reasons. But agree with you on the challenges
The concept of a fractionalized employee is interesting & practical for some job functions more than others. For example, for a software product team with an aggressive roadmap, it would be very challenging to have senior software engineers or product leaders not available all the time. In fact, in many projects, I have witnessed key contributors working at 150% capacity at prolonged times, which obviously is not sustainable and leads to burnouts.
Is fractionalized just part-time with better branding?
Is there any company who already tried this?
This sounds like the kind of prediction which is interesting in theory but which is unlikely to be widely implemented in practice. It may well be true that at the margin there are more fractionalized employees in the future than there are now, but I don't think it's going to be as widespread as you speculate. Most companies are just too inflexible for this to work, and institutional inertia is a powerful force, *even if* much of what you suggest happens at the margins.